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Employee & Labor Relations Flashcards

7 cards from real SHRM-CP practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.

Read the first 7 Employee & Labor Relations flashcards as text

  1. Under the National Labor Relations Act (NLRA), which of the following is considered a protected concerted activity?

    Answer: An employee discussing wages with a coworker

    The NLRA protects employees' rights to discuss wages and working conditions with coworkers as concerted activity for mutual aid and protection.

  2. Which federal law prohibits employers from interfering with employees' rights to organize and engage in collective bargaining?

    Answer: National Labor Relations Act (NLRA)

    The NLRA (1935) establishes employees' rights to organize, form unions, and engage in collective bargaining free from employer interference.

  3. What is the primary purpose of an employee grievance procedure?

    Answer: To provide a structured process for resolving workplace disputes

    A grievance procedure provides employees a formal channel to raise and resolve workplace disputes through a defined, consistent process.

  4. Which of the following best describes the 'just cause' standard for employee termination?

    Answer: Termination requiring a sufficient reason and fair investigative procedures

    Just cause requires employers to have a legitimate, documented reason for termination and to follow fair, consistent procedures before acting.

  5. An HR manager discovers that two employees are in a romantic relationship and one directly supervises the other. What is the most appropriate first step?

    Answer: Assess potential conflicts of interest and consider structural remedies such as reassignment

    HR should evaluate the conflict of interest and consider structural solutions like reassignment before taking punitive action.

  6. Which of the following is an example of an unfair labor practice (ULP) by an employer?

    Answer: Threatening employees who support union organizing

    Threatening employees for union organizing activities violates the NLRA's prohibition against interfering with employees' rights to organize.

  7. What is 'progressive discipline' in an employment context?

    Answer: A disciplinary approach using increasingly severe consequences for repeated violations

    Progressive discipline escalates consequences (verbal warning → written warning → suspension → termination) to give employees opportunities to correct behavior.